What a probationary period is and how to structure one

Executive overview

A probationary period is a fixed timeframe for evaluating whether a new hire — or an employee moving into a new role — is the right fit. It protects both sides: employers can terminate with little notice, and employees can leave the same way.

Structure probationary goals around three components: learning, independence, and assimilation.

The probationary period only works if clear, measurable goals are set upfront.

Setting up probationary goals

• Define specific performance goals before the period begins
• Tie the outcome directly to the role: hit goals → permanent hire; miss goals → termination
• Store checklists in an HRAS onboarding feature to track progress
• Set a timeline for what the employee should learn and by when

The three evaluation components

1. Learning — Is the employee retaining what they are taught? Set fair expectations with a clear learning timeline.
2. Independence — Is the employee developing problem-solving skills, or asking questions they should be able to answer themselves?
3. Assimilation — Does the employee communicate well with the team and contribute to a productive dynamic?

End-of-period outcomes

• Regular employment: both parties satisfied → offer a permanent position, possibly with a raise or bonus, and a formal contract
• Termination: either party dissatisfied → part ways; termination can happen at any point during the period, not just at the end